Core self-evaluations

About: Core self-evaluations is a research topic. Over the lifetime, 1483 publications have been published within this topic receiving 95787 citations.

When Core Self-Evaluation Leads to Career Adaptability: Effects of Ethical Leadership and Implications for Citizenship Behavior.

Abstract: Drawing upon the career construction theory and the trait activation theory, the present study first aims to uncover the interactive effect of core self-evaluation (CSE) and ethical leadership on career adaptability. In addition, the authors examined how career adaptability mediates the interaction effect of CSE and ethical leadership on organizational citizenship behavior (OCB). Two-wave data from 156 employees were collected in a manufacturing company over a one-month interval. Results showed that ethical leadership moderated the relationship between CSE and career adaptability. Specifically, the positive relationship between CSE and career adaptability was stronger when ethical leadership was low. Moreover, career adaptability mediated the relationship between CSE and OCB, and ethical leadership moderated this indirect relationship. We discuss implications for career adaptation and organizational effectiveness.

Job satisfaction and 'welfare-to-work': Is any job a good job for Australian single mothers?

Abstract: This exploratory study sought to assess the job satisfaction of employed Australian single mothers who had mandatory employment participation requirements. In particular, we sought to identify the characteristics of the job and the individual that were closely associated with participant's job satisfaction. Self‑report data on job satisfaction, employment characteristics and parenting stress were collected from 155 employed single mothers. Participant job satisfaction was compared to female Australian population norms and linear regression analyses determined the job‑related and individual predictors of single mothers' job satisfaction. Findings from this exploratory study revealed that single mothers involved in a mandatory welfare‑to‑work program experienced significantly lower job satisfaction than the Australian female population. The individual variable, parental distress, negatively predicted each of the six job satisfaction domains while being employed on a casual basis was inversely associated with three domains (job security, work hours and overall job satisfaction). The Australian government purported that making the transition from welfare to work would improve wellbeing for program participants, under the assumption that 'any job's a good job'. However, the relatively low levels of job satisfaction experienced by single mothers in the current study provide little support for this assumption.

Comparative International Differences in Intrinsic and Extrinsic Job Quality Characteristics and Worker Satisfaction, 1989-2005

Abstract: In this research, I apply and extend Handel’s (2005) model for understanding job characteristics and job satisfaction in the context of a changing global environment. Prior research has indicated that the nature of work has changed dramatically in recent years in response to economic shifts and an increasingly global economy. However, there is little agreement on whether the overall quality of work has improved or declined over that period. Furthermore, less is known about changes in job satisfaction and its various indicators over time, based on how the workers feel. Finally, even less is known about the overall comparative quality of work and job satisfaction across the global economy. In this study I use non-panel longitudinal data from the International Social Survey Program (Work Orientations I, II, and III: 1989, 1997, 2005) to first conduct a descriptive comparative analysis of job quality and job satisfaction. I then use Handel’s (2005) intrinsic/extrinsic job satisfaction model to perform OLS regression of job satisfaction and its determinants for each separate country within each of the three ways of data to see cross-national differences in overall model predictability and in the various intrinsic and extrinsic job characteristics that impact job satisfaction in relation to a changing global economy.

Personality Characteristics, Job Stressors, and Job Satisfaction: Main and Interaction Effects on Psychological and Physical Health Conditions of Italian Schoolteachers

Abstract: The study proposed an application of the transactional model of stress in teaching elaborated by Travers and Cooper in 1996, and aimed to investigate the influence of personality characteristics (coping strategies, type A behaviors), situational characteristics (sources of pressure), and perceived job satisfaction in the prediction of teachers' psychophysical health conditions. The Italian version of the Teacher Stress Questionnaire was administered to 621 teachers. Logistic regression was used to evaluate significant main and interaction effects of personality characteristics, situational characteristics, and perceived job satisfaction on teachers' self-reported psychophysical health conditions. The findings highlighted specific coping strategies (focused on the problem, on innovation, and on hobbies and pastimes) and dimensions of job satisfaction (related to intrinsic aspects of job and to employee relations) buffering the negative effects of several job stressors. Type A behaviors and coping strategies focused on mobilized social support, suppression of stress, and not confronting the situation had main and interactions with negative effects on psychophysical health. Findings confirmed the necessity to run multi-factor research to analyze the different combinations of individual and situational variables implicated in negative health outcomes and to highlight the most significant buffering or increasing associations.

Effects of locus of control and A-B personality type on job satisfaction within the health care field.

Abstract: The importance of locus of control and A-B personality type and their effects on job satisfaction were investigated. Rotter's I-E Scale, Hackman and Oldham's Job Diagnostic Survey, and the Behavior Activity Profile A-B Personality Scale were administered to 95 registered nurses. Analysis indicated that internal subjects perceived their jobs to be more enriched than external subjects in the following areas: feedback from the job, general satisfaction, internal work motivation, and the motivating potential score. There was a striking lack of relationship between personality type and job satisfaction and between personality type and locus of control.